west michigan talent assessment and...

Talent Demand Working Group

SEPTEMBER 2016

West Michigan

Talent Assessment

and Outlook

Supply and demand

analysis and insights for West Michigan education,

workforce, and business leaders

About Talent 2025

Talent 2025 is a catalyst for an integrated talent

development system for West Michigan. Composed of 100

CEOs from the region’s 13 counties, the organization strives

to be a driving force for an ongoing supply of world-class

talent by convening leaders and organizations who will help

shape a thriving economy.

TABLE OF CONTENTS

5 Introduction and Purpose

6 Executive Summary

7 What’s New in 2016

8 Population and Demographics

10 Identifying Commuting Patterns

12 Labor Force and Employment

14 Industry Jobs

16 Sector Focus

18 Manufacturing

20 Health Care

22 Agriculture and Food Processing

24 Construction

26 Energy

28 Information Technology

30 Measuring Real-Time Demand

32 Occupational Outlook through 2022

34 Forecasting Competencies

35 Sources

36 Acknowledgements

38 Notes and Appendices

This report would not have been possible without

the support and participation of our valued partners:

4 TALENT ASSESSMENT AND OUTLOOK

INTRODUCTION AND PURPOSE

Friends and colleagues,

This is the third annual West Michigan Talent Assessment and Outlook report, the

result of an ongoing collaboration between employers, educators, economic and

workforce development, the State of Michigan, and civic, community, and nonprofit

organizations across the West Michigan region.

The economy has continued to expand since the recession at the end of the last

decade, and this growth has been especially prominent in West Michigan. Yet with

lower unemployment also comes a smaller pool of talent for employers to draw from,

and it becomes vital for employers in the region to quantify and understand their

current and future talent needs.

The two previous reports were embraced by stakeholders as a vital resource for

investing in training and development programs and promoting in demand jobs. Since,

then we have gathered feedback from educators, workforce leaders and employers on

what they hoped for out of future reports. This report is the next step in our efforts to

improve the talent system. By linking supply and demand in several key job families,

we hope to advance the use of a common data set to inform talent planning and

elevate West Michigan as a national leader in developing, attracting, and retaining

talent.

We hope this report is of use to you and your organization, and we cannot thank our

partners and stakeholders enough for their time and participation in creating this

valuable resource for the community.

Regards,

Kevin Stotts, President

Talent 2025

TALENT ASSESSMENT AND OUTLOOK 5

Across the West Michigan region, there has been an unprecedented effort to align the talent

system, from K-12 to Higher Education, workforce development, and employers. However, this

alignment requires continued efforts to collect, analyze, and publish accurate and timely labor

market information about the region in new ways that add value.

The region continues to thrive on a macroeconomic and demographic level. From 2010 to 2015, the

West Michigan population has grown by 3.4 percent to a level of just over 1,570,000 individuals.

This means that nearly 1 in 6 Michigan residents now live in the 13-county West Michigan region.

Moreover, the unemployment rate continued to drop since last summer, averaging 3.7 percent

through the first half of 2016. This is more than a full percentage point lower than the Michigan

unemployment rate.

Although job growth has occurred over a broad range of industry sectors including Health Care and

Social Assistance, Administrative and Support and Waste Management Services, and

Accommodation and Food Services, Manufacturing continues to be the bread and butter of the

region in many ways. West Michigan’s largest industry employs over 1 in 5 workers, and has added

over 33,000 jobs since the end of the recession in 2009. Several sub-industries within Manufacturing

also continue to be highly concentrated in the region, including Leather and Allied Product

Manufacturing, Furniture and Related Manufacturing, Computer and Electronic Manufacturing, and

Food Manufacturing.

The job outlook in West Michigan through 2022 continues to look promising, with over a fifth of jobs

created in Michigan during the ten-year forecasting period expected to come from the region.

Among the top expected growth job categories are Healthcare Support (with 23.0 percent growth

over the period), Healthcare Practitioners and Technical (22.1 percent), and Construction and

Extraction (19.1 percent). Across all occupations, the region expects to see a ten-year growth rate of

12.0 percent, and talent pipelines for these high demand occupations need to expand.

Talent shortages in several industries have affected the sale of goods and services. This effect on

sales impacts the total wages paid, state and local tax revenue, and the competitiveness and

profitability of businesses in West Michigan.

Of the job families that Talent 2025 was able to gather data for with an acceptable level of

confidence, many show large shortages in the supply of talent from local training institutions.

Although the gaps can partially be filled through internal hires and recruitment of talent from

outside the region, employers have cited a lack of talent as a current or future constraint to business

growth.

EXECUTIVE SUMMARY


Talent 2025 strives to deliver the most accurate, timely, and actionable data and

analysis about the West Michigan region and its talent needs. With this goal in

mind, we have again attempted to improve the West Michigan Talent

Assessment and Outlook based on feedback from our Talent Demand Working

Group as well as other stakeholders throughout the region. This year, you’ll

notice several changes throughout the report:

For the first time, Talent 2025 carried out supply-demand calculations across six industry sectors,

within the framework of 36 job families. Talent 2025 utilized public information about completions

from 2- and 4-year degree granting institutions, individually collected datasets about credentials and

certificates awarded in the region, as well as job advertisement data provided by our partners at the

State of Michigan. This analysis marks an important step in quantifying shortages and surpluses

within West Michigan, and can be found in the Sector Focus section.

Building on the insightful conversations from last year’s sector focus groups, Talent 2025 conducted

a total of nine focus groups (two more than last year), which attracted 46 attendees from 40

different employers from throughout the region. This qualitative component of the data from the

nearly 14 hours of conversations is primarily found in the Sector Focus section of the report, but also

inform many other areas of analysis, filling in remaining questions the quantitative data cannot

address.

New focus groups were carried out with employers in Professional Services and Staffing Services.

Talent 2025 also partnered with Lakeshore Advantage to gather local Information Technology

employers for a lakeshore-specific focus group in conjunction with the new SmartZone initiative.

Like previous versions of this report, Talent 2025 strives to present accurate and transparent data to

all stakeholders throughout the region. This report therefore has an extensive and detailed section

at the end with notes, sources, and appendices to help give a thorough view of all the data used in

this report. Separately, all data is available in Excel tables and charts.

WHAT’S NEW IN 2016?


Total population can be vital to the success of the labor market in a region. Population

changes are based on two factors: natural change (total births and total deaths), and

migration (which includes international and domestic). Positive natural change can lead to

more children making their way through the K-12 system, which is the long-term future

labor force for a region. Positive net migration can signify a destination region, one where

individuals choose to locate for economic, personal, or other reasons.

The population in West Michigan stood

at 1,570,606 during the 2015 population

estimates.

This accounts for 15.8 percent of the

statewide population of 9,922,576,

which means that nearly 1 in 6 Michigan

residents can be found within the 13-

county region of Talent 20251.

From 2014 to 2015, West Michigan’s population increased by 10,763 residents, or 0.7 percent. During this time, the

combined population in Michigan’s other 70 counties fell by 4,493 people, or -0.1 percent. West Michigan’s growth rate

was slightly behind that of the United States as a whole, which grew at a rate of 0.8 percent from 2014 to 2015. In West

Michigan, this growth was due to both a natural increase (+7,848) and a positive net migration (+2,862). This migration

number was largely driven by those moving to West Michigan from outside of the United States.

Over the past year, 8 of West Michigan’s 13 counties saw population growth, led by the four largest counties in the

region (Kent, Ottawa, Muskegon, and Allegan, respectively). Kent County grew by 6,144 from 2014 to 2015, which is a

1.0 percent increase. Also outpacing the region and the nation as a whole was Ottawa County, which added 3,357

residents (1.2 percent growth over the year). Ottawa and Kent Counties have also grown the fastest over the last five

years, by 6.0 and 5.5 percent, respectively. Complete county population data can be found in Appendix 1.

POPULATION AND DEMOGRAPHICS


West Michigan Population

1,570,6061

(as of July 1, 2015) 15.8%

West Michigan Share of Michigan’s

Total Population, 2015

Since 2000 (the beginning of the

Population Estimates program), West

Michigan has added 119,975 residents,

an increase of 8.3 percent2. Michigan as

a whole (inclusive of West Michigan)

has lost nearly 30,000 residents in that

time period, largely from a period of

contraction seen from 2005 to 2010.

For comparison sake, the United States

has grown by 13.9 percent from 2000 to

2015.

Like in 2014, West Michigan continues to be younger than the state of Michigan as a whole. Around 53.3 percent of the

West Michigan population is under 40 years old, compared with 50.3 percent for the state as a whole. Additionally, 14.4

percent of the population in West Michigan is aged 65 or over, compared to 15.8 percent in Michigan (Appendix 1).

The educational attainment levels of the adult

population in a given region can be a powerful

indicator of the quality of talent within that

region.

The W. E. Upjohn Institute estimates that 64

percent of the adult population in West Michigan

needs education beyond a high school diploma in

order to meet the region’s employment needs in

2025. Talent 2025 now tracks this key metric. In

2014, West Michigan was at a rate of 57.6

percent. Furthermore, 25.5 percent of the adult

population in West Michigan held a Bachelor’s

degree or above. Based on the trend established

by the 2014 rate and the 2009 rate (54.7 percent),

the region is narrowly on track to achieve its 2025

goal.

Like in previous years, West Michigan sees similar

rates of high school diploma (or equivalent degree) attainment as the state (both at 89.3 percent) and the nation as a

whole (86.3 percent). However, the region falls behind both comparisons with regards to those attaining a Bachelor’s

degree or higher; West Michigan is at 25.5 percent, compared with 26.4 percent statewide and 29.3 percent for the

United States.


3.9%

0.5%

3.4%

13.9%

-0.3%

8.3%

United States

Michigan

West Michigan

Since 2000 Since 2010

Less than high school graduate,

10.8%

High school graduate (includes

equivalency), 31.7%

Some college or associate's

degree, 32.1%

Bachelor's degree or

above, 25.5%

Change in Total Population

Educational Attainment

Educational Attainment in West Michigan

(Ages 25+)

In March 2016, the U.S. Census Bureau updated their OnTheMap online tool with

commuting data from 2014. This data utilizes unemployment insurance-covered employers

and Census data from individuals to determine commuting patterns at many geography

levels. An analysis of this data can be utilized to identify labor sheds at the regional and sub-

regional levels, which can help employers determine how wide to cast their local net for

talent.

According to Census data, 630,774 individuals were employed in the West Michigan region in 2014, regardless of

whether they lived in the region or not. Corollary to this, 644,596 individuals who live in West Michigan were employed

in any location. This discrepancy is explained by the 105,362 individuals who commute into West Michigan for work each

day (and live outside of West Michigan) and the 119,184 individuals who make the opposite trip out of West Michigan

for work. Therefore, 525,412 individuals work and live in West Michigan, and have a commute that falls fully within the

region4; this accounts for 81.5 percent of all those living in West Michigan who are employed.

IDENTIFYING COMMUTING PATTERNS


Commuting into

West Michigan

Commuting out of

West Michigan

Commuting within

West Michigan

105,362

119,184

525,412

Commuting in and out of West Michigan

Within the region, West Michigan continues to see strong ties between the major metropolitan areas

with regards to workers traveling between counties. Between Ottawa and Kent County alone, nearly

53,000 individuals commute one direction or the other, with nearly 36,000 Ottawa residents commuting

to Kent and almost 17,000 Kent residents traveling to Ottawa County. There is a similarly strong link

between Ottawa and Muskegon Counties; there are 10,639 Muskegon residents who travel south to

Ottawa County for their employment, while nearly 6,500 Ottawa residents make the opposite journey4.

In the northern counties of the West Michigan region, there are a few commuter sheds which are

important, despite the raw number being a bit smaller. There are 520 Mecosta County residents who

commute to Montcalm County, with 439 Montcalm residents making the opposite journey. Additionally,

332 Lake County residents commute to neighboring Osceola County to the east, with 123 Osceola

residents commuting to Lake County4.

Full commuting data is available in Appendix 2.

Top Areas of Commuting

Within West Michigan, 2014

Place of Residence

Place of Employment

Volume of Commuters

Ottawa Kent 35,934

Kent Ottawa 16,824

Allegan Kent 11,012

Muskegon Ottawa 10,639

Allegan Ottawa 10,078

Muskegon Kent 9,247

Ionia Kent 7,714

Montcalm Kent 6,685

Percent of Working Population Employed

in the Region, 2014

Location of Residence

Percent Employed in

West Michigan

Kent 84.9%

Ottawa 87.7%

Muskegon 85.2%

Allegan 70.8%

Ionia 71.5%

Montcalm 69.2%

Barry 64.3%

Newaygo 83.1%

Mecosta 72.2%

Mason 75.6%

Oceana 80.8%

Osceola 61.2%

Lake 62.4%

Commuting Within West Michigan


Over the past year, top-level indicators in the labor market have continued to improve to

varying degrees. Now nearly six full years into the economic recovery from the 2008-2009

recession, several indicators are beginning to level off, while others continue to improve.

The unemployment rate in West

Michigan for the first half of 2016 is 3.7

percent, the lowest level in the region

since 2000. This is nearly 9 points lower

than a recessionary high of 12.5

percent seen in 20095.

The regional rate is also over a full

percentage point lower than the

unemployment rate for Michigan as a

whole (4.8 percent), and is far below

that seen in the United States so far in

2016 (5.0 percent). The United States

as a whole saw a recessionary high of

9.6 percent in 2010.

Within West Michigan, there are still pockets which are yet

to see a full recovery from the recession. Although some

large metro areas such as Grand Rapids and Holland present

very low rates of unemployment (Kent County at 3.2

percent, Ottawa County at 3.1 percent), Oceana and Lake

Counties have jobless rates which are more than double

(7.6 and 7.2 percent, respectively). In fact, 11 of the 13

counties in West Michigan have unemployment rates at or

above that of the region as a whole5. This presents an

opportunity for the region to fill talent needs by accessing

those who may be unemployed or underemployed in

different parts of the region.

However, the total labor force level, a measure of those

individuals either working or actively seeking employment,

has continued to trend strongly upward. In the first six

months of 2016, there were just over 820,000 individuals in

the labor force in West Michigan, an increase of well over

13,000 individuals or 1.7 percent over the past year. The

labor force in West Michigan has increased by just over

65,000 individuals over the past five years, or 8.6 percent5.

LABOR FORCE AND EMPLOYMENT


0%

4%

8%

12%

16%

2000 2002 2004 2006 2008 2010 2012 2014 2016*

Unemployment Rate

West Michigan Michigan United States

7.6%

7.2%

5.7%

5.7%

5.3%

5.0%

5.0%

4.9%

4.8%

4.7%

4.1%

3.8%

3.7%

3.7%

3.2%

3.1%

Oceana

Lake

Osceola

Mason

Mecosta

Montcalm

U.S.

Muskegon

Michigan

Newaygo

Ionia

Barry

West Michigan

Allegan

Kent

Ottawa

2016* Unemployment Rate

* denotes January through June data

Another important indicator relating

to an area’s labor force is the labor

force participation rate, which is the

number of individuals in the labor

force (working or actively seeking

work) divided by the non-institutional

civilian population (adults who are not

inmates in an institution and who are

not on active duty in the Armed

Forces). The labor force participation

rate that is widely reported comes

from the U.S. Bureau of Labor

Statistics (BLS) and is for the adult

(16+) population. In 2015, the labor

force participation rate for Michigan

was 60.3 percent, and 62.6 percent

for the nation as a whole6.

Because this BLS data is not available on a sub-state

level, the Workforce Development Working Group of

Talent 2025 has adopted the labor force

participation rate for adults ages 25-54 (the

“working age” population) from the U.S. Census

Bureau’s American Community Survey as our

working measure for the region. In 2014 (the most

recent data available), the labor force participation

rate among working age adults in West Michigan

stood at 82.1 percent6. To rank among the top 20

combined statistical areas in the nation, the working

group hopes to elevate this rate of participation to

85.8 percent by removing barriers for those outside

of the labor force such as childcare and

transportation issues.


Labor Force Participation Rate

56%

58%

60%

62%

64%

66%

68%

70%

Jan

-19

76

No

v-19

77

Sep

-19

79

Jul-

19

81

May

-19

83

Mar

-19

85

Jan

-19

87

No

v-19

88

Sep

-19

90

Jul-

19

92

May

-19

94

Mar

-19

96

Jan

-19

98

No

v-19

99

Sep

-20

01

Jul-

20

03

May

-20

05

Mar

-20

07

Jan

-20

09

No

v-20

10

Sep

-20

12

Jul-

20

14

May

-20

16

Labor Force Participation Rate, Michigan, 16+

82.1%

81.0%81.7%

West Michigan Michigan United States

Labor Force Participation Rate, 25 - 54

Private-sector payroll jobs in West Michigan have continued to rise at a similar rate to the

past three years. From 2014 to 2015, private employers in West Michigan added 20,523 jobs

for a new level of 616,104 jobs. This represents an over-the-year increase of 3.4 percent,

which bettered the 3.1 percent growth seen the year before.

In the post-recessionary period

of 2009 to 2015, private sector

payroll jobs in West Michigan

have increased by 21.4 percent,

making back many more than

the 10.1 percent of jobs lost in

the region from 2007 to 20098.

In fact, private sector jobs in

West Michigan outnumber the

level seen in 2000, the first

year of the data series.

In 2015, the largest industry in West Michigan remains

Manufacturing, which accounts for 146,966 jobs, or 21.5

percent. This means that more than 1 in 5 jobs in West

Michigan is with a manufacturer. Importantly, the 2016

Business Intelligence Report from Lakeshore Advantage

states that “four spin-off jobs are created locally for every

one manufacturing job.” The second largest industry in

West Michigan, which is about 60 percent of the size of

Manufacturing, is Health Care and Social Assistance.

Employers in this industry count for 87,306 jobs in the

region, or 12.7 percent of all jobs. The final two industries

with over ten percent of total jobs in the region are Retail

Trade (72,279 jobs, 10.6 percent of total employment) and

Government (68,924 jobs, 10.1 percent). These four

industries, alongside Administration and Support and

Waste Management (63,113 jobs, 9.2 percent) and

Accommodation and Food Services (53,768 jobs, 7.8

percent) account for just under 72 percent of all jobs in the

region8. The remaining 28.1 percent of jobs (nearly

200,000 jobs) are split between 14 very important

industries, including some which will be highlighted in our

Sector Focus section.

INDUSTRY JOBS


450,000

500,000

550,000

600,000

650,000

2000 2003 2006 2009 2012 2015

Private Sector Payroll Jobs in West Michigan, 2000 - 2015

22,398

26,570

31,855

53,768

63,113

68,924

72,279

87,306

146,966

Professional, Scientific andTechnical Services

Construction

Wholesale Trade

Accomodation and Food Services

Adm and Support and WasteManagement

Government

Retail Trade

Health Care and Social Assistance

Manufacturing

West Michigan Employment by Industry, 2015

Concentration of Employment in Industries

A Location Quotient (LQ) measures the relative concentration of employment in a local industry as compared to a larger

area (in this case, Michigan as a whole). An LQ which is greater than 1.0 means that there is a higher concentration

locally, and vice versa (while an LQ of 1.0 signifies that the two areas have the same employment concentration).

In West Michigan, four of the top five sub-industries in terms of employment concentration are in the broad

Manufacturing sector. This includes the smaller Leather and Allied Product Manufacturing (766 jobs, 5.1 LQ), the much

larger Furniture and Related Product Manufacturing which West Michigan is widely known for (15,534 jobs, 4.3 LQ),

Computer and Electronic Product Manufacturing (8,852 jobs, 2.7 LQ), and Food Manufacturing (15,339 jobs, 2.6 LQ). Also

in the top five highly-concentrated industries is Animal Production and Aquaculture with 3,871 jobs and an LQ value of

2.68.

Full industry jobs data can be found in Appendix 4.


Insights from the 2008 – 2009 Recession

The 2008-2009 Recession was a pivotal point across the country, and in West Michigan. All

but two of the region’s 21 industries saw a decline in employment from 2007 to 2009, and

the same number of industries have seen varying degrees of growth since that time. As a

whole, employment dropped 56,868 from 2007 to 2009, and has recovered all of those jobs

nearly twice over (108,533) from 2009 to 2015. The largest gainers from 2009 to 2015 were

Manufacturing (which added 33,431 jobs), Administrative and Support and Waste

Management (23,350), Health Care and Social Assistance (12,757), and Accommodation

and Food Services (8,279). Industries which have not recovered all the jobs lost in the

recession include Construction (5,362 jobs lost from 2007 to 2009; 4,171 jobs gained from

2009 to 2015), Finance and Insurance (2,502 lost, 1,902 gained), Arts, Entertainment, and

Recreation (566 lost, 553 gained), as well as small changes seen in Real Estate and Rental

and Leasing, Mining, and Utilities. Two industries, Information and Government have seen

employment decrease from 2007 to 2009 and from 2009 to 20158.

Jobs Lost During and Gained Since the 2008-2009 Recession

2007 – 2009 2009 – 2015

Manufacturing -27,749 33,431

Admin. and Support and Waste Management -7,810 23,350

Health Care and Social Assistance 2,644 12,757

Accommodation and Food Services -2,919 8,279

Retail Trade -4,932 6,171

Wholesale Trade -1,753 5,910

Construction -5,362 4,171

Transportation and Warehousing -1,355 3,361


Sector Focus

Introducing Job Families and Supply-Demand Analysis

Industry Sectors have emerged as the most effective way to organize employers across a region to catalyze alignment

between employers, training institutions, and job seekers. Focus on industry sectors is also key to the organization

suggested in the new Workforce Innovation and Opportunities Act (for more information, see Note 5). For the third year

in a row, Talent 2025 has analyzed data from various sources to gain a greater understanding of the labor market within

the six industry clusters currently in use by various stakeholders throughout the region as well as the state of Michigan.

For each of the sections below, you will see:

1. Labor market data on the broad sector level, courtesy of our partners at the State of Michigan;

2. Labor market data within the job family framework;

3. Insights from employer focus groups throughout the region; and

4. The first attempt at a regional supply-demand analysis using data from various sources.

Job families, or groupings of several job titles and codes, are useful to support:

Calculations of talent supply-demand;

Organizing jobs into logical groups for job analysis;

Organizing jobs into logical groups for validation studies; and

Organizing data for conversations with education and training providers.9

The 36 job families used for the six sectors in this report were created using a methodology developed by local subject

matter experts (see Note 1 for details, Appendix 5 for the job families) and use data from 2014 to assure chronological

alignment. Two industry sectors, Healthcare and Manufacturing, have efforts underway in West Michigan to work

through a process of greater alignment between employers, educators, and service providers, and the job families in this

report closely align with those efforts.

Although Talent 2025 has gone through a process this spring and summer to conduct a supply-demand analysis in all 36

job families, data issues persist. Connecting supply and demand within industry clusters requires extensive graduation

and certification data that has been vetted and externally provided, demand data which accurately reflects employer

needs, and a crosswalk to calculate the flow between program completers and the intake of talent. As this was the first

major effort to conduct these calculations in the region (and in some ways, across the nation), only a handful of job

families seemed to show the full picture of the talent landscape, and therefore are the only ones published in this

report. (For more info, see Note 2)

Nevertheless, this is another important step in aligning stakeholders around accurate and actionable data, and is a

strong foundation upon which future efforts of supply-demand analysis can be built.


Employment in Manufacturing saw a 4.2 percent increase from 2014 to 2015, as well as an

increase in the average annual wage ($57,350 in 2015). Total wages paid by Manufacturing

employers in West Michigan was nearly $8.5 billion.10

Metric 2014 2015 Change

Sector Employment 141,088 146,966 ↑

Business Establishments 2,461 2,496 ↑

Average Annual Wage $55,950 $57,350 ↑

Total Wages Paid $7.89 Billion $8.42 Billion ↑


Manufacturing

Photo courtesy of DeWys Manufacturing

Manufacturing Job Families11

Job Family Employment Average

Hourly Wage Hourly Wage

Range Builders and Assemblers 20,120 $15.16 $9.98 - $22.41

Machine Operators 15,430 $15.54 $9.76 - $23.29

Labor 11,840 $13.94 $9.46 - $19.47

Managers and Supervisors 11,470 $40.42 $18.91 - $67.49

Machine Repair, Set-up, and Maintenance

11,430 $20.93 $12.75 - $29.57

Engineers and Designers 7,640 $35.78 $22.09 - $50.07

Quality 5,050 $16.65 $10.54 - $24.26


Focus Group Insights

According to participants, staffing firms are no longer

primarily used as a source of temporary workers. Instead,

these firms help their business clients identify and hire

talent into full-time roles.

Being an employer of choice and establishing a cultural fit

with employees is essential to maximizing engagement and

retention, says Mike Sheridan from JSJ Corporation in Grand

Haven.

Manufacturers large and small are beginning to experiment

with different methods of talent attraction, whether those

efforts are considered “old” (lawn signs and radio) or “new”

(social media).

Supply/Demand Analysis12

Managers and Supervisors

Demand Supply

1,490 1,382 Supply and demand for Managers and Supervisors

within Manufacturing companies in West Michigan

appear relatively aligned. Supply is about 93 percent

of the demand within the region. Given the leadership

roles captured in the job family, many other spots on

the demand side of the equation would be expected

to be filled by internal means.

Engineers and Designers

Demand Supply

1,316 523 The demand for Engineers and Designers within

Manufacturing outstrips supply by at least double.

This is largely due to shortages in the number of

graduates needed to fill vacancies for Industrial and

Electrical Engineers. Currently, importing talent from

outside the region seems to be the only method of

filling those spots.

In the Healthcare industry sector, employment rose from 85,163 to 87,644, while also seeing

a slight uptick in employer locations. Additionally, from 2014 to 2015, the average annual

wage for a worker in Healthcare rose from $47,450 to $49,400.10

Metric 2014 2015 Change Sector Employment 85,163 87,644 ↑





Health Care

Photo courtesy of Mercy Health

Health Care Job Families11



Range Registered Nurses 12,810 $29.30 $22.61 - $37.30

Patient Care Assistants 11,370 $12.82 $9.79 - $15.94

Technologists and Technicians 2,710 $24.67 $16.41 - $33.87

Physicians 2,580 $108.84 $42.52 - n/a*

Medical Assistants 2,480 $15.46 $11.82 - $19.50

Managers 1,600 $50.33 $28.37 - $80.01

Advanced Practitioners 1,290 $52.40 $35.57 - $76.57

Care Social Workers 1,230 $24.45 $16.12 - $33.54

Laboratory Technologists and Technicians

1,020 $15.68 $12.41 - $20.27

*n/a denotes suppressed information; see Note 6



Registered Nurses

Demand Supply

1,010 926 Demand for Registered Nurses, consistently among the

most in-demand occupations regionally (and on a

national basis), was over 1,000. While supply accounts

for almost 92 percent of openings, the nearly 100-

candidate gap is a significant hurdle for such a high skill

job family. Graduates of Registered Nursing/Registered

Nurse programs (CIP 51.3801) are the primary source

of the supply.

Patient Care Assistants

Demand Supply

395 196 Patient Care Assistants includes three large occupations,

and shows a significant lack of local supply (largely

coming from Nursing Assistant/Aide and Patient Care

Assistant/Aide programs, CIP 51.3902) versus a very high

demand. While some of this gap can be filled by talent

who do not have industry certifications, employers are

still in need of much more qualified talent.


It is already difficult to gain an adequate supply of talent.

This difficultly is not expected to lessen. While media

coverage focuses on increasing outpatient needs, census

levels for inpatient care also remain high, and talent

shortages continue to be an issue.

Attracting and retaining talent to the company, and

importantly to West Michigan, is more than convincing

the employee, said one local human resources director.

Employers have to find ways to reach out and be

welcoming to the whole family.

Employment in Agriculture and Food Processing increased by 4.2 percent over the year,

amid a slight rise in Agriculture and Food Processing employers. The average annual wage

increased from $38,525 in 2013 to $39,625 the year after.10






Agriculture and Food Processing

Photo courtesy of Arbre Farms

Agriculture Job Families11

Job Family Employment Average Hourly

Wage Hourly Wage

Range Laborers and Helpers 440 $11.18 $8.88 - $14.39

Skilled Labor 260 $12.82 $8.80 - $18.59

Installation and Repair 210 $18.05 $11.60 - $24.39

Managers and Supervisors n/a* $25.82 $15.42 - $46.62

Scientists and Technicians n/a* $20.68 $12.09 - $28.44


No methodologically acceptable results. See Note 3 for more details.


Supply/Demand Analysis


Agriculture and Food Processing employers who

participated in the Talent 2025 focus group say that, for a

few seasons now, the talent shortage has directly

hampered their ability to produce and process the

amount of goods they have the capacity for.

Employers have a difficult time attracting talent into roles

that run un-traditional hours. A Monday to Friday, 8am to

5pm schedule isn’t realistic in an industry which often has

second and third shifts, as well as weekend work

(particularly during busy seasons) and during summer

holidays.

In order to help remove barriers to consistent

employment, employers like Arbre Farms in Walkerville

have taken steps such as investigating opening a daycare

in their facility, and also adding bus routes to help with

transportation issues, says Director of Human Resources

Cindi Romanowski.

Construction is a nearly-$1.5 billion industry in terms of wages paid in 2015, and employs

26,570 workers in West Michigan. This is an employment increase of 4.6 percent, the largest

percentage growth in the six industry sectors called out in this section.10






Construction

Photo courtesy of Erhardt Construction

Construction Job Families11



Range Skilled Trades 7,570 $22.13 $13.70 - $30.91

Installation and Repair 4,430 $21.28 $12.82 - $32.88

Helpers and General Labor 4,020 $16.18 $9.44 - $24.26

Managers 2,180 $35.67 $20.97 - $59.11

Professionals 1,720 $24.75 $14.14 - $38.56




Demand Supply

180 141

The Managers and Supervisors job family for the Construction industry sector includes both

Construction Managers and First-Line Supervisors of Construction Trades and Extraction

Workers. In the job family, we see relative balance, with nearly 80 percent of demand

accounted for with supply, with the supply largely coming from general Construction Trades

education programs (CIP 46.0000). Additionally, these occupations are often filled with

internal promotions, which are not included in the supply side of the equation.


Many Construction employers are working to stage extra

winter work, or encouraging clients to pursue builds

during the non-summer months. This is seen in a large

way as a talent attraction strategy, since many potential

candidates are looking for a steady paycheck throughout

the year.

Talent stealing within and between industries has had a

large influence on Construction employers. They are no

longer just competing for talent with other Construction

shops, but rather with sub-contractors (in and out of the

area) as well as manufacturers.

Hiring those in supervisory roles is often not as difficult

(given that there are plenty of individuals who have been

on sites for 8-10 years); rather, hiring for experienced

individuals in highly-skilled positions (many of the trades

specifically) is a foremost pain point.

From 2014 to 2015, the Energy industry saw a slight increase in overall employment to a

new level of 16,137. Wages continue to rise in this lucrative industry sector, with annual

average wages rising to nearly $61,000 per year in 2015.10




Total Wages Paid $929 Million $982 Million ↑


Energy

Photo courtesy of Consumers Energy

Energy Job Families11



Range Installation and Repair 1,100 $32.81 $22.51 - $43.59

Plant Operators 460 $33.71 $25.23 - $41.03

Engineering and Design 80 $35.04 $15.10 - $49.01

Meter Readers/Customer Service

n/a* n/a* n/a*


No methodologically acceptable results. See Note 3 for more details.


Supply/Demand Analysis

Thoughts on the Industry

Energy continues to stand as a vital industry sector for the West

Michigan economy, both as a provider of necessary goods and

services and also as a set of employers providing jobs for the

workforce. Year after year, the Energy sector continues to have

highly-paid positions at a variety of skill levels, from jobs

requiring a one-year certificate or credential to engineering

positions requiring a Bachelor’s degree or above.

As Talent 2025 continues to engage with different industry

sectors in collaboration with employers, West Michigan Works!,

and other regional stakeholders, Energy will be a key area of

necessary organization. Having met with several of the area

employers in this sector, Talent 2025 recognizes the importance

of engaging with Energy employers, from the statewide utility

providers to the local public works employers.

While the smallest of the six current industry sectors in West Michigan with a 2015

employment level of just over 7,500, Information Technology remains a lucrative industry

with a range of entry points based on training level. The average annual wage across the

industry in 2015 was $72,825.10

Metric 2014 2015 Change

Sector Employment 7,281 7,537 ↑

Business Establishments 879 841 ↓


Total Wages Paid $496 Million $549 Million ↑


Information Technology

Photo courtesy of Grand Rapids Community College

Information Technology Job Families11

Job Family Employment Average Hourly

Wage Hourly Wage

Range Programmers and Developers 1,730 $37.34 $21.10 - $55.34

Technicians 1,060 $27.56 $12.64 - $46.86

Managers 440 $51.50 $25.61 - $80.76

Analysts 420 $35.32 $17.39 - $58.00

Other n/a* $13.65 $9.20 - $20.50

Architects and Designers n/a* n/a* n/a*




Programmers and Developers

Demand Supply

519 119

With substantial demand from employers throughout the

region, the Programmers and Developers job family sees a

stark talent shortage, particularly in Web Developers,

Software Developers, and Computer Programmers.

Architects and Designers

Demand Supply

10 63 The Architects and Designers job family for

Information Technology employers includes Computer

Network Architects. Here we see supply outweighing

demand in the West Michigan region.

Analysts

Demand Supply

424 149 Analysts, which includes five occupation (four of which

are Computer and Mathematical Occupations) shows a

stark lack of supply within the region, primarily due to

high demand seen for Computer Systems Analysts.

Technicians

Demand Supply

398 303 The broad Technicians job family sees supply account

for over three-quarters of regional demand, with

computer support specialists accounting for much of

the supply and demand.


Diversity within the Information Technology industry is a

struggle when it comes to recruiting and retention, a

priority cited by employers large and small.

Smaller firms in the industry, such as Collective Idea, tend

to take innovative approaches to the recruiting process,

including using mostly word-of-mouth and referrals (as

opposed to posting jobs) as well as completing the hiring

process with more emphasis on LinkedIn profiles and

portfolios instead of just resumes, says Vice President

Brian Ryckbost.

2011 2012 2013 2014 2015 2016

Online Advertisements Trend, West Michigan

Job advertisements from across the internet can give an estimation as to the level of

demand for occupations within a region.

According to The Conference Board’s Help

Wanted Online © data series, the West

Michigan region had a demand of 21,360 in

July 2016. Employers with the most postings

include Spectrum Health, Meijer, and

Manpower. Comparatively, Michigan as a

whole saw 154,040 job advertisements during

the same month (meaning job ads in West

Michigan accounted for 13.9 percent of all

ads in Michigan)13.

Online job postings have seen a general upward trend since 2010, although the number of postings has

decreased and flattened out through the first half of this year13. The increase in job advertisements over the

years is partially a function of the job ad aggregating software itself, while also reflecting the tighter labor

market regionally and nationwide. However, the recent drop-off in job ads may represent a return to

sustainable recovery levels, whereas 2014 and 2015 represent elevated hiring due to the economic recovery

hitting local peaks. The full time series for West Michigan job ads can be found in Appendix 6.

MEASURING REAL-TIME DEMAND


Job Advertisements,

July 2016

Michigan

154,040

West Michigan

21,360

August 2010

12,790

Series Peak:

August 2014

32,420

Current:

July 2016

21,360

Change since

July 2015:

-7,240 (-25.3%)

Top occupation groups within West Michigan that

showed high levels of openings in July 2016 include

Healthcare Practitioners (with 2,500 job postings),

Sales and Related (2,350 jobs), and Office and

Administrative Support (2,260 jobs). More

specifically, individual occupations with large levels

of demand are Registered Nurses with 997 jobs

postings, Truck Drivers with 881, and Retail

Salespersons with 587. These three occupations all

have a wide range of wages, as do many of the

other occupations filling out the top of the in-

demand list, from entry-level occupations

(Customer Service Representatives, 400 jobs ads)

to high-education vacancies (Industrial Engineers, 400 ads)13.

For job openings as a whole, less than 1 in 5 do not ask for a high school diploma, with 36 percent requiring a diploma or

GED equivalent. Furthermore, 47 percent of openings require some education beyond high school, and 26 percent

require at least a Bachelor’s degree14.

Volume Total 21,360

Healthcare Practitioners 2,500

Sales and Related Occupations 2,350

Office and Administrative Support 2,260

Transportation and Material Moving 1,770

Production 1,650


Hard-to-Fill Job

Advertisements

Another helpful measure of demand by job

postings are those occupations considered

“hard to fill”, which means that the posting has

been unfilled for at least 90 days. The top hard

to fill jobs in West Michigan in July 2016 are

Registered Nurses with 248 postings up for

longer than 90 days, Retail Salespersons with

175 postings, and Truck Drivers with 164

postings. In West Michigan, there were 4,164

job postings considered hard to fill in July

2016. Of those, 30 percent require a Bachelor’s

degree or higher education.

Top Occupational Categories by Job Ads

July 2016

Percentage of Jobs Unfilled after 90 Days

19.5%

The State of Michigan’s Bureau of Labor Market Information and Strategic Initiatives creates

Long-Term Occupational Outlook forecasts for regions throughout the state every two years.

For the first time, this information is available for Michigan’s ten Prosperity Regions for the

period 2012 to 2022. For more information on the methodology behind these projections,

please see Note 4.

Over the forecasting period, occupational

employment in West Michigan is expected to grow by

12.0 percent, expanding by 83,945 jobs. Over the

same time period, the state as a whole is expected to

grow by 8.7 percent. The 12.0 percent job growth

expected in West Michigan compares favorably to the

state, as well as the other ten Prosperity Regions,

with the fastest proportional growth rate over the

period. After West Michigan sits Southeast Michigan

(Region 9), which is expecting 10.3 percent growth

during the forecasting period15.

In terms of the actual jobs added, West Michigan

accounts for 21.7 percent of the total number of

expected new jobs in the state. This means that of the

nearly 387,000 jobs expected to be created during the

forecasting period, over 1 in 5 will be for job sites in

West Michigan. Due to demographic trends related to

the aging of West Michigan’s (and the country’s)

population, talent will be difficult to find to fill these

new positions.

These jobs are split into the 22 occupation groups as

defined by the U.S. Bureau of Labor Statistics, and

topping that list is Production, which will account for

11,480 new jobs, an increase of 11.8 percent for the

occupation group. Next, as we see in many regions, is

Healthcare Practitioners and Technical occupations

with 8,510 new jobs over the period (22.1 percent

growth). Rounding out the top five occupation groups

by jobs added through 2022 are Office and

Administrative Support adding 6,685 jobs (7.0 percent

growth), Sales and Related (5,695 jobs, 8.5 percent),

and Food Preparation and Serving Related (5,075 jobs,

9.5 percent). In West Michigan, every occupation

group is expected to see growth through 202215.

OCCUPATIONAL OUTLOOK THROUGH 2022


Region 10 -Detroit Metro

44.4%

Region 4 -West Michigan

21.7%

Region 9 -Southeast MI

11.1%

Region 8 -Southwest MI

6.2%

Region 7 -South

Central MI4.4%

Region 6 -East MI

4.0%

Balance of Michigan

8.3%

Distribution of New Jobs through 2022

3.5%

3.5%

5.5%

5.7%

7.3%

7.4%

9.1%

9.7%

10.3%

12.0%

Region 1: Upper Peninsula

Region 3: Northeast MI

Region 6: East MI

Region 5: East Central MI

Region 7: South Central MI

Region 8: Southwest MI

Region 2: Northwest MI

Region 10: Detroit Metro

Region 9: Southeast MI

Region 4: West Michigan

Job Growth by Prosperity Region through 2022

Job Openings

Another way to look at growth is through the metric of openings, which is a combination of openings due to growth (job

expansion) and openings due to replacements. Through 2022, Production occupations lead other occupation groups

with 3,002 expected total openings every year, followed by Office and Administrative Support (2,946 annual openings),

Sales and Related (2,548), Food Preparation and Serving Related (2,515), and Healthcare Practitioners and Technical

(1,627). Those top five occupational groups will account for over half of the 24,745 expected annual openings in the

region each year15.

Job Growth Percent Growth

Total Annual

Openings

Total, All Occupations 83,945 12.0% 24,745

Production 11,480 11.8% 3,002

Office and Administrative Support 6,685 7.0% 2,946

Sales and Related 5,695 8.5% 2,548

Food Preparation and Serving Related 5,075 9.5% 2,515

Healthcare Practitioners and Technical 8,510 22.1% 1,627

To highlight just a few specific occupations which expect to see large percent growth, it is fitting that a medical

profession, Diagnostic Medical Sonographers, tops the list. With 25 annual average openings, this occupation will

expand 46.3 percent during the projection period. Physical Therapist Assistants (36.5 percent), Surgical Technologists

(35.7 percent), Occupational Therapy Aides (35.4 percent), Home Health Aides (36.1 percent) and Cardiovascular

Technologists and Technicians (35.1 percent) are also in the top ten occupations expecting to see growth. However, the

occupation expecting the second largest rate of growth in West Michigan falls in Manufacturing, Computer Numerically

Controlled Machine Tool Programmers, Metal and Plastic, which will grow by 44.1 percent and generate 25 annual

average openings15.

SOC Code

Occupation Growth Rate Typical Education Required for

Entry 29-2032 Diagnostic Medical Sonographers 46.3% Associate's degree

51-4012 Computer Numerically Controlled Machine Tool Programmers, Metal and Plastic

44.1% High school diploma or equivalent

27-3091 Interpreters and Translators 37.5% Bachelor's degree

31-2021 Physical Therapist Assistants 36.5% Associate's degree

29-2055 Surgical Technologists 35.7% Postsecondary non-degree award

31-2012 Occupational Therapy Aides 35.4% High school diploma or equivalent

31-1011 Home Health Aides 35.1% High school diploma or equivalent

29-2031 Cardiovascular Technologists and Technicians

35.1% Associate's degree

51-4122 Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders

34.7% High school diploma or equivalent

49-9062 Medical Equipment Repairers 34.5% Associate's degree


Job Openings

Using the Long-Term Occupational Forecasts from the Bureau of Labor Market Information

and Strategic Initiatives, we are able to cross core competencies from the Department of

Labor’s O*Net Online tool with job projections to gain an understanding of the knowledge,

skills, abilities, and work activities that will be in demand through 2022. While the

competencies identified in the Sector Focus section apply to specific job families, these areas

of importance apply to all jobs within West Michigan, and how important they are in

occupations which are expecting the most openings due to

growth through 2022.

Knowledge areas are “Organized sets of principles and facts applying in general

domains.” Among the top Knowledge areas needed in growth openings through

2022 are English Language (needed in 83 percent of growth openings),

Customer and Personal Service (69 percent), Mathematics (39 percent),

Administration and Management (34 percent), and Mechanical (29 percent)16.

“Skills” are sometimes ill-defined and vague in the worlds of training, workforce

development, and employment. Using the O*Net definition and categorization, Skills

are defined as “Developed capacities that facilitate learning or the more rapid

acquisition of knowledge.” All five of the top Skills needed in growth jobs through

2022 are defined as “Basic Skills”, and include Active Listening (required in 77

percent of growth jobs), Speaking (73 percent), Critical Thinking (47 percent),

Monitoring (37 percent), and Reading Comprehension (37 percent)16.

Finally, Abilities are “Enduring attributes of the individual that influence

performance.” Four of the top five Abilities which will be necessary in growth

openings through 2022 are Cognitive Abilities, including Oral Comprehension

(found in 69 percent of growth openings), Oral Expression (60 percent),

Problem Sensitivity (43 percent), and Written Comprehension (33 percent).

The Ability found in the fourth most number of projected growth openings is

Near Vision (41 percent), which is a Sensory Ability16.

Work Activities are “General types of job behaviors occurring on multiple jobs,”

and can be further split into several categories. Topping the list is an

“Information Input” Work Activity, Getting Information (which will be necessary

in 82 percent of growth openings through 2022). Also on the list is

Communicating with Supervisors, Peers, or Subordinates (an Interacting With

Others Work Activity, found in 52 percent of job openings), Making Decisions and

Solving Problems (a Mental Process; 27 percent), Identifying Objects, Actions,

and Events (another Information Input; 25 percent), and Interacting With

Computers (a Work Output; 23 percent)16.

FORECASTING COMPETENCIES


Knowledge

English Language

Customer and Personal Service

Mathematics

Administration and Manage…

Mechanical

Work Activities

Getting Information

Communicating with Superv…

Making Decisions and…

Identifying Objects, Actions…

Interacting With Computers

Skills

Active Listening

Speaking

Critical Thinking

Monitoring

Reading Comprehension

100 0

100 0

100 0

Abilities

Oral Comprehension

Oral Expression

Problem Sensitivity

Near Vision

Written Comprehension

100 0

Sources

1 U.S. Census Bureau, Population Estimates, 2014 Population Estimates

2 U.S. Census Bureau, Population Estimates, 2010 Intercensal Estimates and 2014

Population Estimates

3 U.S. Census Bureau, American Community Survey, 2010 – 2014 5-Year Estimates

4 U.S. Census Bureau, OnTheMap Application, Longitudinal-Employer Household

Dynamics, 2014 data

5 DTMB, Bureau of Labor Market Information and Strategic Initiatives, Local Area

Unemployment Statistics

6 U.S. Bureau of Labor Statistics, Local Area Unemployment Statistics

7 U.S. Census Bureau, American Community Survey, 2010 – 2014 5-Year Estimates

8 DTMB, Bureau of Labor Market Information and Strategic Initiatives, Quarterly Census

of Employment and Wages

9 Text from the Talent Excellence System Guidebook by the National Career Pathways

Technical Assistance Center with permission

10 DTMB, Bureau of Labor Market Information and Strategic Initiatives, Quarterly Census

of Employment and Wages

11 DTMB, Bureau of Labor Market Information and Strategic Initiatives, Occupational

Employment Statistics (2015 data, customized data for West Michigan)

12 Demand Data: The Conference Board, Help Wanted Online© Data Series, 2015 Annual

Data

Supply Data: Associate’s and Bachelor’s completers provided by Economic Modeling

Specialists, Inc. thanks to a partnership with West Michigan Works! Certificate and

credential data provided directly by Grand Rapids Community College, Montcalm

Community College, Muskegon Community College, and West Shore Community

College.

Matching Data: CIP to SOC ratios (explained in Note 2) established by employment data

from DTMB, Bureau of Labor Market Information and Strategic Initiatives, Occupational

Employment Statistics, 2014 data

13 The Conference Board, Help Wanted Online© Data Series

14 The Conference Board, Help Wanted Online© Data Series crossed with education

requirements provided by the U.S. Bureau of Labor Statistics, Employment Projections,

Table 1.12

15 DTMB, Bureau of Labor Market Information and Strategic Initiatives, Occupational Long-

Term Projections, 2012-2022 (data for the West Michigan region)

16 DTMB, Bureau of Labor Market Information and Strategic Initiatives, Occupational Long-

Term Projections, 2012-2022 (data for the West Michigan region) crossed with

occupational competencies from O*NET Online


SOURCES

This report would not have been possible without the hard work of:

Jazmin San Juan Garcia, Mercy Health Saint Mary’s Jazmin San Juan Garcia is a Human Resource Data Analyst with Mercy Health Saint Mary's where she is in charge of reporting workforce metrics. She graduated from Universidad de las Americas Puebla with a degree in Finance and Accounting, and studied her Master’s Degree in Public Administration with a concentration in Health Care Administration. Her interest and passion is on studying large and diverse amounts of data and creating valuable information out of it. She has worked with Metrics Reporting in job analysis and has a vast understanding of O*NET occupational data.

Ryan Gimarc, Talent 2025 Ryan Gimarc joined Talent 2025 as Research Manager in early 2015, and has since worked to establish the organization as a leader in labor market research and data analysis in the region and throughout the state. Before joining Talent 2025, Ryan was an Economic Analyst for the State of Michigan in the Bureau of Labor Market Information and Strategic Initiatives where he focused on dashboard reporting, geographic data representation, and studying the economies of West and Northwest Michigan.

Bill Guest, Metrics Reporting, Inc. Bill Guest is the president and chief solutions architect at Metrics Reporting, a Michigan based workforce development and talent management consulting firm. He is an international consultant, conference speaker, and practitioner in the areas of workforce development, innovation, and metrics. His consulting practice is currently focusing on human capital supply-chain challenges at all levels.

Bureau of Labor Market Information and Strategic Initiatives The Bureau of Labor Market Information and Strategic Initiatives is the official source for high quality demographic and labor market information for the state of Michigan and its regions. We administer the state’s federal-state cooperative programs with the Bureau of Labor Statistics (BLS) and the Census Bureau and produce high-quality information and analysis through grants from the U.S. Department of Labor and from partner agencies in the state of Michigan.

ACKNOWLEDGEMENTS


Talent 2025 also wishes to express gratitude for the help of:

Norm Brady, Associated Builders and Contractors—West Michigan Chapter

Marlene Brostrom, West Michigan Works!/Discover Manufacturing

Michelle Rasmussen, Michigan Works! West Central

Angela Huesman, Lakeshore Advantage

Christine McWain, West Michigan Works!

the 46 focus group participants

the Talent 2025 staff

As well as the guidance of the entire Talent Demand Working Group:

Meredith Bronk OST

Jay Dunwell Wolverine Coil Spring Co.

Mark Lancaster Employment Group

Larry Murphy Varnum LLP

Benjamin Wickstrom Erhardt Construction

Bruce Adair Lakeshore Advantage

Michele Albright Ferris State University

Doug Bagley Ottawa Area Intermediate School District

Angie Barksdale West Michigan Works!

Bill Bergstrom ThinkWise Inc.

Mark Champion Grand Rapids Community College

Troy Farley Grand Valley State University

Jim Fisher PADNOS

Jarrad Grandy Kent Intermediate School District

Paul Griffith Michigan Works! West Central

Angela Huesman Lakeshore Advantage

Kathy Mullins Grand Rapids Community College

Kaushik Nag Amway

Jennifer Owens Lakeshore Advantage

Jason Palmer Bureau of Labor Market Information & Strategic Initiatives

Julie Parks Grand Rapids Community College

Scott Powell Bureau of Labor Market Information & Strategic Initiatives

David Riley The Right Place

Dan Rinsema-Sybenga Muskegon Community College

Angela Roman Ferris State University

Lisa Stich, Ph.D West Shore Community College

Therese Thill The Right Place

Michelle Wein Bureau of Labor Market Information & Strategic Initiatives


Notes

Note 1

Supply-Demand Process

The process of creating Job Families consisted reviewing the list of occupations by industry in the O*NET database. For

each industry, we selected those occupations that showed a minimum 10 percent employment nationwide within the

industry. Then, from the filtered list by industry, we reviewed the job descriptions of each occupation and grouped them

into similar clusters that we called Job Families. To confirm similarity between the jobs included in each family we used

the tool Talxcellenz® by Metrics Reporting, Inc. This tool has an algorithm that compares 420 O*NET elements, including

but not limited to knowledge, skills, and abilities (competencies) and lets us identify outliers in a group. For the Health

Care industry, the West Michigan Workforce Innovation Council for Health Care selected the occupations they wanted

to see data for. Therefore, the Job Families in this industry do not include all the occupations that have a 10 percent or

more employment nationwide.

Determining Supply

In order to determine the percentage of graduates that go to a specific occupation, we created a matrix that shows CIP

codes as rows, and SOC (occupations) as columns. The data collected showed in the region, completions for 717 CIP

codes. Consequently, the matrix cross-references 717 CIP codes to 663 SOCs. For each time a CIP code "supplied" to an

occupation, we connected the number of employed in that column and then added them by rows. Using these numbers

we calculated the percentage of completions that were going to each occupation, based on 2014 employment totals for

the region.

Determining Demand

For the demand side, we used 2014 job advertisement totals in the region by occupation. However, as some

occupations are employed in different industries, we used the employed percentages by industry published in the

O*NET. For several occupations, we had to adjust the percentages to allocate demand by industry. For example, in the

O*NET database, Agricultural and Food Science Technicians (19-4011) are employed by the following industries:

Agriculture, Forestry, Fishing, and Hunting (32%), Manufacturing (21%), Educational Services (20%), and Professional,

Scientific, and Technical Services (12%). Adjustment consisted on allocating 100 percent to only those industries in our

area of study. Thus, Agriculture (32%) plus Manufacturing (21%) equals 53%, If 53% is our new total, and by dividing 32

by 53 and 21 by 53 we determine our new percentages by industry: Agriculture 60% and Manufacturing 40%.

Note 2

Multiple issues became apparent as our data team began to review the supply-demand data. For one, the real-time

demand data (provided by the Conference Board through our partnership with the Bureau of Labor Market Information

and Strategic Initiatives) has the same issues that all job advertisement aggregators do. This includes undercounting for

industries like Construction and Agriculture that fill vacancies largely by word-of-mouth and referrals, as opposed to

posting job ads. In these industries, the total job ads for the job families could total less than a half of a percent of the

total employment in the sector, which does not lead us to believe this is an accurate representation of employer

demand.

NOTES AND APPENDICES


The crosswalk from supply to demand was done using the CIP (Classification of Instructional Programs) to SOC (Standard

Occupation Classification) crosswalk provided by the NCES (National Center for Educational Studies). This crosswalk can

be found on the NCES website. However, this crosswalk was established for the year 2010, while we were crossing

supply and demand data from 2014. Additionally, in the absence of crosswalk ratios (since some CIP codes feed into

multiple SOC codes, and vice versa), Talent 2025 used 2014 employment levels for individual SOC codes to establish the

flow of program completers to occupations. Additionally, establishing this flow does not account for any outflow or

inflow of talent.

Note 3

Because of data issues cited in Note 2, some industry sectors lacked the data confidence necessary to release data at the

job family or sector level. It is the hope of Talent 2025 that we will be able to work with local and national partners to

gather more thorough and verifiable data and run them through an established, confirmable, and replicable crosswalk to

conduct supply-demand calculation which can be used throughout the region with confidence.

Note 4

The projections data are produced using QCEW, CES, Census and other sources of industry employment to estimate base

year and future employment by industry at the 3-digit (and in some cases the 4-digit) NAICS levels. The resulting

industry projections are then combined with state and regional occupational staffing patterns to produce estimates of

base year employment by occupation as well as a portion of the projected year employment by occupation. National

change factors from the BLS, which estimate how a particular occupation is expected to change within a given industry,

are applied to the localized (state or regional) distribution of industries for each occupation and are added to the change

due to localized industry employment projections. Replacement rates are also estimated using BLS data.

Note 5

The following information about the Workforce Innovation and Opportunity Act (WIOA) comes from the Department of

Labor Website:

The bipartisan Workforce Innovation and Opportunity Act (WIOA) (Pub. L. 113-128), signed by President Obama on July 22,

2014, created a new vision for how America prepares an educated and skilled workforce that expands opportunity for

workers and employers. WIOA represents the most significant reform to our public workforce development system in nearly

20 years.

The 21st century public workforce development system created through WIOA builds closer ties between business leaders,

State and Local Workforce Development Boards, labor unions, community colleges, nonprofit organizations, youth-serving

organizations, and State and local officials to deliver a more job-driven approach to training and skills development. The

system will deliver integrated, job-driven services to job seekers, including youth and those with barriers to employment, as

well as to workers and employers. It supports the development of strong regional economies and enhances performance

accountability to better inform consumers and investors about programs and services that work.

More information about WIOA can be found here.

Note 6

These data from the Bureau of Labor Market Information and Strategic Initiatives is produced by their Occupational

Employment Statistics Program. For these given indicators, there were not enough data to release a reliable estimate.


http://nces.ed.gov/ipeds/cipcode/resources.aspx?y=55

https://www.doleta.gov/WIOA/Docs/Final-Rules-An-Overview-Fact-Sheet.pdf

Appendix 1

Population Estimates

2000 2010 2011 2012 2013 2014 2015

United States 282,162,411 309,346,863 311,718,857 314,102,623 316,427,395 318,907,401 321,418,820

Michigan 9,952,450 9,877,369 9,876,589 9,886,879 9,900,506 9,916,306 9,922,576

West Michigan 1,450,631 1,518,313 1,523,976 1,533,898 1,547,635 1,559,843 1,570,606

Allegan 105,904 111,502 111,530 111,898 112,391 113,743 114,625

Barry 56,931 59,080 58,970 59,070 59,140 59,239 59,314

Ionia 61,712 63,865 63,865 63,911 64,021 64,299 64,223

Kent 576,178 602,992 608,111 615,025 623,221 630,225 636,369

Lake 11,338 11,513 11,487 11,482 11,394 11,345 11,424

Mason 28,350 28,730 28,651 28,677 28,659 28,786 28,783

Mecosta 40,657 42,844 43,442 43,519 43,270 43,207 43,067

Montcalm 61,484 63,311 63,223 63,103 62,850 62,900 62,945

Muskegon 170,396 171,922 169,985 170,129 172,213 172,300 172,790

Newaygo 47,972 48,378 48,418 47,952 47,943 47,883 47,948

Oceana 26,902 26,522 26,417 26,251 26,200 26,174 26,105

Osceola 23,248 23,513 23,448 23,265 23,253 23,144 23,058

Ottawa 239,559 264,141 266,429 269,616 273,080 276,598 279,955

Source: U.S. Census Bureau, Population Estimates, 2010 Intercensal Estimates and 2014 Population Estimates

Population Structure

Female Male

West Michigan Michigan West Michigan Michigan

48,543 278,712 0-4 51,018 293,064

51,134 292,559 5-9 53,717 305,687

52,507 310,500 10-14 54,384 324,108

54,459 327,635 15-19 56,548 342,918

55,119 352,851 20-24 58,301 366,688

52,508 311,376 25-29 53,724 319,804

49,897 295,939 30-34 51,225 296,289

46,806 289,520 35-39 47,723 285,464

45,166 303,336 40-44 46,669 297,141

48,921 328,591 45-49 49,585 323,425

55,155 366,247 50-54 55,231 356,165

55,213 375,825 55-59 54,207 358,508

49,027 336,299 60-64 47,351 313,254

39,486 277,417 65-69 37,000 252,969

28,800 201,075 70-74 25,705 175,679

20,971 144,948 75-79 17,517 116,887

15,711 111,373 80-84 11,493 77,411

19,358 140,225 85+ 10,427 72,687

Source: U.S. Census Bureau, Population Estimates, 2014 Population Estimates


Appendix 1 (continued)

Educational Attainment

West

Michigan Michigan

United States

25 and over

Less than 9th grade 3.8% 3.3% 5.8%

9th to 12th grade, no diploma 7.0% 7.4% 7.8%

High school graduate (includes equivalency) 31.7% 30.2% 28.0%

Some college, no degree 23.1% 23.9% 21.2%

Associate's degree 9.0% 8.8% 7.9%

Bachelor's degree 16.8% 16.1% 18.3%

Graduate or professional degree 8.7% 10.3% 11.0%

18-24

Less than high school graduate 14.4% 14.2% 15.0%

High school graduate (includes equivalency) 29.1% 27.8% 29.5%

Some college or associate's degree 48.1% 49.1% 45.8%

Bachelor's degree or higher 8.4% 8.9% 9.6%

Source: U.S. Census Bureau, American Community Survey, 2010-2014 5-Year Estimates

Appendix 2

Commuting by Prosperity Region, 2014

Inflow Internal Outflow Employed

in area Living in

area Inflow / All Employed

Outflow / All Living

Region 1 13,900 89,307 18,826 103,207 108,133 13.5% 17.4%

Region 2 24,048 83,642 26,062 107,690 109,704 22.3% 23.8%

Region 3 13,944 38,315 26,196 52,259 64,511 26.7% 40.6%

Region 4 105,362 525,412 119,184 630,774 644,596 16.7% 18.5%

Region 5 52,271 137,369 58,494 189,640 195,863 27.6% 29.9%

Region 6 66,847 158,901 157,197 225,748 316,098 29.6% 49.7%

Region 7 96,410 124,105 57,880 220,515 181,985 43.7% 31.8%

Region 8 67,919 209,073 95,365 276,992 304,438 24.5% 31.3%

Region 9 142,560 230,506 165,843 373,066 396,349 38.2% 41.8%

Region 10 299,308 1,307,096 217,481 1,606,404 1,524,577 18.6% 14.3%

Source: U.S. Census Bureau, OnTheMap Application, Longitudinal-Employer Household Dynamics



Commuting in West Michigan Over Time

Inflow Internal Outflow Employed

in area Living in

area Inflow / All Employed

Outflow / All Living

2014 105,362 525,412 119,184 630,774 644,596 16.7% 18.5%

2013 98,764 510,940 117,365 609,704 628,305 16.2% 18.7%

2012 95,735 500,503 115,921 596,238 616,424 16.1% 18.8%

2011 90,566 487,387 113,839 577,953 601,226 15.7% 18.9%

2010 97,632 465,785 109,362 563,408 575,147 17.3% 19.0%

2009 88,817 460,468 109,093 549,285 569,561 16.2% 19.2%

2008 92,695 502,505 107,078 595,200 609,583 15.6% 17.6%

2007 84,269 512,019 104,550 596,288 616,569 14.1% 17.0%

2006 77,857 525,167 95,656 603,024 620,823 12.9% 15.4%

2005 80,082 525,829 95,804 605,911 621,633 13.2% 15.4%

2004 76,586 521,912 91,455 598,498 613,367 12.8% 14.9%

2003 76,004 513,868 95,598 589,872 609,466 12.9% 15.7%

2002 79,839 524,971 97,025 604,810 621,996 13.2% 15.6%


Commuting within West Michigan, 2014

Area of Employment

Ke

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Balance Total

Residents % in

County % in West Michigan

Are

a o

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Kent 195,676 16,824 3,299 3,421 1,907 2,001 1,047 650 778 186 66 156 29 40,262 266,302 73.5% 84.9%

Ottawa 35,934 57,012 6,499 6,346 190 176 151 395 191 160 107 40 8 15,035 122,244 46.6% 87.7%

Muskegon 9,247 10,639 34,673 520 176 140 34 1,374 161 171 631 25 17 10,057 67,865 51.1% 85.2%

Allegan 11,012 10,078 595 14,061 155 122 464 81 58 35 9 22 3 15,113 51,808 27.1% 70.8%

Ionia 7,714 459 247 124 7,036 1,007 492 64 192 21 8 22 3 6,915 24,304 28.9% 71.5%

Montcalm 6,685 414 240 129 1,327 6,707 61 195 439 20 8 30 2 7,250 23,507 28.5% 69.2%

Barry 6,627 725 235 1,060 438 70 7,017 32 38 18 5 7 1 9,048 25,321 27.7% 64.3%

Newaygo 5,058 746 1,572 172 107 274 9 5,735 714 150 282 181 128 3,070 18,198 31.5% 83.1%

Mecosta 2,180 379 311 159 124 520 11 191 4,852 77 30 600 49 3,649 13,132 36.9% 72.2%

Mason 955 264 555 103 45 71 9 98 139 5,995 354 23 94 2,803 11,508 52.1% 75.6%

Oceana 779 436 2,023 88 53 39 7 602 60 578 3,100 28 19 1,852 9,664 32.1% 80.8%

Osceola 714 179 242 99 66 63 7 51 803 52 29 2,227 123 2,952 7,607 29.3% 61.2%

Lake 367 99 102 40 26 45 1 49 172 132 45 332 548 1,178 3,136 17.5% 62.4%



Appendix 3

Labor Force Statistics, West Michigan

Labor Force

Employment Unemployment Unemployment

Rate

2000 776,628 749,846 26,782 3.4%

2001 776,396 736,371 40,025 5.2%

2002 760,350 711,051 49,299 6.5%

2003 760,282 704,149 56,133 7.4%

2004 772,663 720,315 52,348 6.8%

2005 782,092 733,097 48,995 6.3%

2006 788,120 736,389 51,731 6.6%

2007 778,790 727,668 51,122 6.6%

2008 769,113 712,257 56,856 7.4%

2009 758,274 663,606 94,668 12.5%

2010 763,165 676,948 86,217 11.3%

2011 755,356 686,773 68,583 9.1%

2012 761,983 703,201 58,782 7.7%

2013 778,775 722,426 56,349 7.2%

2014 796,233 750,739 45,494 5.7%

2015 806,984 773,497 33,487 4.1%

2016* 820,442 789,850 30,592 3.7%

Source: DTMB, Bureau of Labor Market Information and Strategic Initiatives, Local Area Unemployment Statistics

Unemployment Rate

West

Michigan Michigan

United States

2000 3.4% 3.6% 4.0%

2001 5.2% 5.2% 4.7%

2002 6.5% 6.3% 5.8%

2003 7.4% 7.2% 6.0%

2004 6.8% 7.0% 5.5%

2005 6.3% 6.8% 5.1%

2006 6.6% 7.0% 4.6%

2007 6.6% 7.0% 4.6%

2008 7.4% 8.0% 5.8%

2009 12.5% 13.7% 9.3%

2010 11.3% 12.6% 9.6%

2011 9.1% 10.4% 8.9%

2012 7.7% 9.1% 8.1%

2013 7.2% 8.8% 7.4%

2014 5.7% 7.3% 6.2%

2015 4.1% 5.4% 5.3%

2016* 3.7% 4.8% 5.0%

Source: U.S. Bureau of Labor Statistics, Local Area Unemployment Statistics


* denotes January through June data

Appendix 4

Private Sector Payroll Jobs, 2015

West

Michigan Michigan

2000 594,102 3,931,877

2001 580,470 3,813,938

2002 567,358 3,738,282

2003 558,747 3,665,954

2004 565,869 3,651,749

2005 571,840 3,651,173

2006 569,632 3,594,823

2007 564,439 3,539,705

2008 552,201 3,440,220

2009 507,571 3,154,674

2010 513,314 3,166,928

2011 537,110 3,269,173

2012 558,746 3,362,223

2013 577,885 3,452,222

2014 595,581 3,528,145

2015 616,104 3,602,905

Source: DTMB, Bureau of Labor Market Information and Strategic Initiatives,

Quarterly Census of Employment and Wages

West Michigan Jobs by Industry, 2015

Employment Share of

Jobs

Manufacturing 146,966 21.5%

Health Care and Social Assistance 87,306 12.7%

Retail Trade 72,279 10.6%

Government 68,924 10.1%

Admin. and Support and Waste Management 63,113 9.2%

Accomodation and Food Services 53,768 7.8%

Wholesale Trade 31,855 4.7%

Construction 26,570 3.9%

Professional, Scientific and Technical Services 22,398 3.3%

Other Services 20,835 3.0%

Finance and Insurance 20,522 3.0%

Transportation and Warehousing 16,034 2.3%

Education Services 13,887 2.0%

Agriculture, Forestry, Fishing and Hunting 11,988 1.8%

Arts, Entertainment andRecreation 7,513 1.1%

Management of Companies and Enterprises 6,414 0.9%

Information 6,049 0.9%

Real Estate and Rental and Leasing 5,895 0.9%

Utilities 2,236 0.3%

Mining 476 0.1%





West Michigan Jobs by Industry, 2015

2007-2009 2009-2014

Region 1: Upper Peninsula -6.9% 1.6%

Region 2: Northwest MI -9.4% 11.2%

Region 3: Northeast MI -10.8% 3.7%

Region 4: West Michigan -10.1% 21.4%

Region 5: East Central MI -7.2% 6.7%

Region 6: East MI -12.7% 9.6%

Region 7: South Central MI -8.8% 8.8%

Region 8: Southwest MI -9.2% 8.9%

Region 9: Southeast MI -10.7% 16.5%

Region 10: Detroit Metro -12.9% 15.1%



Job Change Before and After the Recession, West Michigan

by Percent Change by Volume Change

2007-09 2009-15 2007-09 2009-15

Total -10.1% 21.4% Total -56,868 108,533

Adm and Support and Waste Management

-16.4% 58.7%

Manufacturing -27,749 33,431

Management of Companies and Enterprises

-13.6% 30.9%

Adm and Support and Waste Management

-7,810 23,350

Manufacturing -19.6% 29.4% Health Care and Social Assistance 2,644 12,757

Transportation and Warehousing -9.7% 26.5% Accomodation and Food Services -2,919 8,279

Wholesale Trade -6.3% 22.8% Retail Trade -4,932 6,171

Mining -31.1% 19.3% Wholesale Trade -1,753 5,910

Construction -19.3% 18.6% Construction -5,362 4,171

Accomodation and Food Services -6.0% 18.2% Transportation and Warehousing -1,355 3,361

Health Care and Social Assistance 3.7% 17.1%

Professional, Scientific and Technical Services

-382 2,950

Professional, Scientific and Technical Services

-1.9% 15.2%

Other Services -978 2,262

Other Services -5.0% 12.2% Finance and Insurance -2,502 1,902

Agriculture, Forestry, Fishing and Hunting

3.5% 11.5%

Management of Companies and Enterprises

-773 1,514

Finance and Insurance -11.8% 10.2%

Agriculture, Forestry, Fishing and Hunting

362 1,237

Retail Trade -6.9% 9.3% Education Services -548 1,058

Education Services -4.1% 8.2%

Arts, Entertainment and Recreation

-566 553

Arts, Entertainment and Recreation -7.5% 7.9%

Real Estate and Rental and Leasing

-564 138

Real Estate and Rental and Leasing -8.9% 2.4% Mining -180 77

Utilities -4.0% 2.1% Utilities -91 45

Government -0.6% -1.0% Information -1,409 -634

Information -17.4% -9.5% Government -461 -690




Appendix 5

Manufacturing Job Families Job Family SOC Code Occupation Title


11-1021 General and Operations Managers 49-1011 First-Line Supervisors of Mechanics, Installers, and Repairers 51-1011 First-Line Supervisors of Production and Operating Workers 53-1021 First-Line Supervisors of Helpers, Laborers, and Material Movers, Hand 11-3051 Industrial Production Managers 11-9041 Architectural and Engineering Managers

Engineers and Designers

17-2141 Mechanical Engineers 17-2112 Industrial Engineers 27-1024 Graphic Designers 17-2071 Electrical Engineers 17-2072 Electronics Engineers, Except Computer 49-3011 Aircraft Mechanics and Service Technicians 19-4021 Biological Technicians 41-9031 Sales Engineers

Machine Repair, Set-up, and

Maintenance

49-9071 Maintenance and Repair Workers, General 51-4041 Machinists 49-9041 Industrial Machinery Mechanics 49-9043 Maintenance Workers, Machinery 49-9044 Millwrights 49-2094 Electrical and Electronics Repairers, Commercial and Industrial Equipment 51-4111 Tool and Die Makers 49-2093 Electrical and Electronics Installers and Repairers, Transportation Equipment

Quality 51-9061 Inspectors, Testers, Sorters, Samplers, and Weighers 43-5111 Weighers, Measurers, Checkers, and Samplers, Recordkeeping 17-3029 Engineering Technicians, Except Drafters, All Other

Builders and Assemblers

51-2092 Team Assemblers 51-2022 Electrical and Electronic Equipment Assemblers 51-2041 Structural Metal Fabricators and Fitters 51-2011 Aircraft Structure, Surfaces, Rigging, and Systems Assemblers 51-2031 Engine and Other Machine Assemblers 51-5113 Print Binding and Finishing Workers 51-2023 Electromechanical Equipment Assemblers 51-2091 Fiberglass Laminators and Fabricators

Machine Operators

53-7051 Industrial Truck and Tractor Operators 51-9111 Packaging and Filling Machine Operators and Tenders 51-4011 Computer-Controlled Machine Tool Operators, Metal and Plastic 51-4033 Grinding, Lapping, Polishing, and Buffing Machine Tool Setters, Operators, and Tenders, Metal

and Plastic 51-9041 Extruding, Forming, Pressing, and Compacting Machine Setters, Operators, and Tenders 51-4031 Cutting, Punching, and Press Machine Setters, Operators, and Tenders, Metal and Plastic 51-9011 Chemical Equipment Operators and Tenders 51-4072 Molding, Coremaking, and Casting Machine Setters, Operators, and Tenders, Metal and Plastic 51-9121 Coating, Painting, and Spraying Machine Setters, Operators, and Tenders

Labor

53-7062 Laborers and Freight, Stock, and Material Movers, Hand 53-7064 Packers and Packagers, Hand 51-9198 Helpers--Production Workers 51-3011 Bakers 51-3092 Food Batchmakers 53-7063 Machine Feeders and Offbearers 51-3023 Slaughterers and Meat Packers



Health Care Job Families

Job Family SOC Code Occupation Title

Managers 11-9111 Medical and Health Services Managers

Patient Care Assistants

31-1013 Psychiatric Aides 31-1014 Nursing Assistants 39-9021 Personal Care Aides

Medical Assistants 31-9092 Medical Assistants

Health Care Social Workers

21-1022 Healthcare Social Workers 21-1014 Mental Health Counselors 29-2053 Psychiatric Technicians

Health Technologists and Technicians

29-2055 Surgical Technologists 29-2011 Medical and Clinical Laboratory Technologists 29-2034 Radiologic Technologists 29-2031 Cardiovascular Technologists and Technicians 29-2035 Magnetic Resonance Imaging Technologists 51-9082 Medical Appliance Technicians

Laboratory Technologists and Technicians

29-2012 Medical and Clinical Laboratory Technicians 31-9093 Medical Equipment Preparers

Registered Nurses 29-1141 Registered Nurses

Advanced Practitioners

29-1071 Physician Assistants 29-1151 Nurse Anesthetists 29-1161 Nurse Midwives 29-1171 Nurse Practitioners

Physicians

29-1061 Anesthesiologists 29-1062 Family and General Practitioners 29-1063 Internists, General 29-1064 Obstetricians and Gynecologists 29-1065 Pediatricians, General 29-1066 Psychiatrists 29-1067 Surgeons 29-1069 Physicians and Surgeons, All Other



Agriculture Job Families



11-9013 Farmers, Ranchers, and Other Agricultural Managers

45-1011 First-Line Supervisors of Farming, Fishing, and Forestry Workers

Scientists and Technicians

19-4011 Agricultural and Food Science Technicians

19-1011 Animal Scientists

Skilled Labor

45-2091 Agricultural Equipment Operators

45-4022 Logging Equipment Operators

39-2011 Animal Trainers

45-2041 Graders and Sorters, Agricultural Products

19-1032 Foresters

45-2021 Animal Breeders

45-4011 Forest and Conservation Workers

37-3012 Pesticide Handlers, Sprayers, and Applicators, Vegetation

45-3011 Fishers and Related Fishing Workers

45-3021 Hunters and Trappers

Laborers and Helpers 45-2092 Farmworkers and Laborers, Crop, Nursery, and Greenhouse

45-2093 Farmworkers, Farm, Ranch, and Aquacultural Animals

Installation and Repair

49-3041 Farm Equipment Mechanics and Service Technicians



Construction Job Families



47-1011 First-Line Supervisors of Construction Trades and Extraction Workers 11-9021 Construction Managers

Professionals

47-2073 Operating Engineers and Other Construction Equipment Operators 13-1051 Cost Estimators 17-2111 Health and Safety Engineers, Except Mining Safety Engineers and Inspectors 17-3012 Electrical and Electronics Drafters

Skilled Trades

47-2111 Electricians 47-2031 Carpenters 47-2152 Plumbers, Pipefitters, and Steamfitters 47-2051 Cement Masons and Concrete Finishers 51-4121 Welders, Cutters, Solderers, and Brazers 47-2021 Brickmasons and Blockmasons 47-2221 Structural Iron and Steel Workers 53-7021 Crane and Tower Operators 49-9044 Millwrights 47-2011 Boilermakers 47-2022 Stonemasons 49-9096 Riggers 51-2041 Structural Metal Fabricators and Fitters

Installation / Repair

49-9021 Heating, Air Conditioning, and Refrigeration Mechanics and Installers 47-2141 Painters, Construction and Maintenance 47-2181 Roofers 47-2211 Sheet Metal Workers 49-9051 Electrical Power-Line Installers and Repairers 47-2132 Insulation Workers, Mechanical 47-2071 Paving, Surfacing, and Tamping Equipment Operators 47-2081 Drywall and Ceiling Tile Installers 47-2131 Insulation Workers, Floor, Ceiling, and Wall 49-9052 Telecommunications Line Installers and Repairers 47-2151 Pipelayers 47-2171 Reinforcing Iron and Rebar Workers 47-2121 Glaziers 49-2098 Security and Fire Alarm Systems Installers

Helpers / Labor

47-2061 Construction Laborers 47-3013 Helpers--Electricians 47-3015 Helpers--Pipelayers, Plumbers, Pipefitters, and Steamfitters 49-9098 Helpers--Installation, Maintenance, and Repair Workers 47-3011 Helpers--Brickmasons, Blockmasons, Stonemasons, and Tile and Marble

Setters 47-3012 Helpers--Carpenters 47-3016 Helpers--Roofers 47-3014 Helpers--Painters, Paperhangers, Plasterers, and Stucco Masons 47-5081 Helpers--Extraction Workers



Energy Job Families Job Family SOC Code Occupation Title

Engineering and Design 17-2071 Electrical Engineers

17-2161 Nuclear Engineers

Plant Operators

51-8031 Water and Wastewater Treatment Plant and System Operators

51-8013 Power Plant Operators

51-8092 Gas Plant Operators

51-8012 Power Distributors and Dispatchers

53-7071 Gas Compressor and Gas Pumping Station Operators

51-8011 Nuclear Power Reactor Operators

19-4051 Nuclear Technicians

Installation and Repair

49-9051 Electrical Power-Line Installers and Repairers

49-9012 Control and Valve Installers and Repairers, Except Mechanical Door

49-9081 Wind Turbine Service Technicians

49-2095 Electrical and Electronics Repairers, Powerhouse, Substation, and Relay

Meter Reader/Customer Service

43-5041 Meter Readers, Utilities

Information Technology Job Families Job Family SOC Code Occupation Title

Managers

11-3021 Computer and Information Systems Managers 11-2011 Advertising and Promotions Managers 27-2012 Producers and Directors 11-1021 General and Operations Managers 11-3021 Computer and Information Systems Managers 11-9041 Architectural and Engineering Managers

Architects and Designers 15-1143 Computer Network Architects

Programmers and Developers

15-1132 Software Developers, Applications 15-1133 Software Developers, Systems Software 15-1131 Computer Programmers 15-1134 Web Developers 15-1141 Database Administrators 17-2072 Electronics Engineers, Except Computer

Technicians

15-1151 Computer User Support Specialists 15-1142 Network and Computer Systems Administrators 15-1152 Computer Network Support Specialists 27-4011 Audio and Video Equipment Technicians 43-9011 Computer Operators 27-4014 Sound Engineering Technicians 15-1141 Database Administrators 17-3024 Electro-Mechanical Technicians

Analysts

15-1122 Information Security Analysts 15-1111 Computer and Information Research Scientists 13-1111 Management Analysts 15-1121 Computer Systems Analysts 15-2031 Operations Research Analysts

Other

43-4171 Receptionists and Information Clerks 43-9021 Data Entry Keyers 17-2061 Computer Hardware Engineers 49-2021 Radio, Cellular, and Tower Equipment Installers and Repairers


Appendix 6

Online Advertisements Trend, West Michigan

Date West

Michigan Date

West Michigan

July, 2016 21,360 July, 2013 21,130

June, 2016 21,690 June, 2013 20,270

May, 2016 21,760 May, 2013 21,200

April, 2016 22,570 April, 2013 20,340

March, 2016 22,100 March, 2013 20,290

February, 2016 23,900 February, 2013 18,650

January, 2016 22,520 January, 2013 18,130

December, 2015 25,150 December, 2012 16,770

November, 2015 32,040 November, 2012 18,200

October, 2015 30,180 October, 2012 19,630

September, 2015 25,440 September, 2012 18,110

August, 2015 29,860 August, 2012 19,620

July, 2015 28,600 July, 2012 18,500

June, 2015 31,620 June, 2012 18,130

May, 2015 31,450 May, 2012 18,030

April, 2015 30,140 April, 2012 16,500

March, 2015 26,820 March, 2012 16,980


January, 2015 22,930 January, 2012 14,820



October, 2014 31,080 October, 2011 17,490


August, 2014 32,420 August, 2011 17,930

July, 2014 29,500 July, 2011 16,580

June, 2014 27,940 June, 2011 16,880

May, 2014 26,800 May, 2011 16,280

April, 2014 27,920 April, 2011 16,170

March, 2014 25,910 March, 2011 16,640


January, 2014 21,110 January, 2011 11,950



October, 2013 23,190 October, 2010 12,990


August, 2013 22,060 August, 2010 12,790

Source: The Conference Board, Help Wanted Online© Data Series



Top Locations for Online Advertisements, July 2016 City Volume

Grand Rapids, MI 9,117

Holland, MI 2,082

Muskegon, MI 1,924

Wyoming, MI 1,029

Zeeland, MI 427

Grandville, MI 425

Shelby, MI 396

Big Rapids, MI 390

Grand Haven, MI 373

Greenville, MI 308

Ludington, MI 286


Top Occupations by Job Ads, July 2016

Occupation Volume

Registered Nurses 997

Truck Drivers 881

Retail Salespersons 587

Retail Sales Supervisors 510

Production and Operating Supervisors 404

Industrial Engineers 400

Customer Service Representatives 400

Food Service Supervisors 386

General Maintenance and Repair Workers 349

Janitors and Cleaners 294

Office and Administrative Supervisors 267

Medical Assistants 259

Nursing Assistants 256

Helpers--Production Workers 253

Laborers and Freight, Stock, and Material Movers, Hand 238

Accountants 234

Sales Representatives, Wholesale and Mfg. 217

Computer User Support Specialists 215

Licensed Practical and Licensed Vocational Nurses 213

Computer Systems Analysts 212

Light Truck or Delivery Services Drivers 198




Hard-to-Fill Jobs by Online Ads (Postings Over 90 Days), West Michigan

Occupation Volume

Registered Nurses 248

Retail Salespersons 175

Truck Drivers 164

Retail Sales Supervisors 109

Customer Service Representatives 87

Production and Operating Supervisors 77

Industrial Engineers 74

Food Service Supervisors 71

General Maintenance and Repair Workers 66

Food Preparation and Serving Workers 64

Licensed Practical and Licensed Vocational Nurses 61

Nursing Assistants 59

Helpers--Production Workers 56

Sales Representatives, Wholesale and Mfg. 56

Coaches and Scouts 51

Marketing Managers 46

Family and General Practitioners 46

Home Health Aides 45

Accountants 45

Laborers and Freight, Stock, and Material Movers, Hand 44

Office and Administrative Supervisors 44

Grand Total 4,164


Education of Hard-to-Fill Job Ads, West Michigan, July 2016

Education Postings Percent

Less than high school 688 17%

High School Diploma or Equivalent 1,348 32%

Some College, No Degree or Associate’s Degree or Vocational Training 873 21%

Bachelor's degree 906 22%

Master's or Higher 349 8%

Grand Total 4,164 100%



Appendix 7 O

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Occupational Long-Term Projections, 2012-2022 (data for the West Michigan region)



Forecasted Occupational Growth by Prosperity Region, 2012-2022

Job Growth

(#) Job Growth

(%)

Region 1: Upper Peninsula 4,500 3.5%

Region 2: Northwest MI 11,715 9.1%

Region 3: Northeast MI 2,290 3.5%

Region 4: West Michigan 83,945 12.0%

Region 5: East Central MI 13,560 5.7%

Region 6: East MI 15,295 5.5%

Region 7: South Central MI 17,055 7.3%

Region 8: Southwest MI 23,790 7.4%

Region 9: Southeast MI 42,840 10.3%

Region 10: Detroit Metro 171,695 9.7%


Occupational Long-Term Projections, 2012-2022 (data for the West Michigan region)

Cover Photo Credits

(From left to right) Experience Grand Rapids, Arbre Farms, Ottawa County Parks


48 Logan Street SW Suite 124 | Grand Rapids MI 49503

616.421.4184 | talent2025.org

west michigan talent assessment and...

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